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The difference between learning about leadership and learning to be a leader is the acquisition of skills.

We offer a series of Self-Assessments, both for the professional and companies that will help you or your organization gain personal and organizational knowledge on the operational challenges of leadership. All information for completing and scoring the assessments is contained within or many of our programs and materials. Self-knowledge leads to an understanding of how you can and will operate as leaders in the real world. Self-Assessments do not develop a specific skill, they serve as a foundation for skill development. Below is a sample:

Leadership Potential*

As with all of self-assessments, there are no right or wrong answers, so don’t try to pick what you think is the right answer. Be honest in answering the questions, so that you can better understand yourself and your behavior as it relates to leadership.

For each pair of statements distribute 5 points, based on how characteristic each statement is of you. If the first statement is totally like you and the second is not like you at all, give 5 points to the first and 0 to the second. If it is the opposite, use 0 and 5. If the statement is usually like you, then the distribution can be 4 and 1, or 1 and 4. If both statements tend to be like you, the distribution should be 3 and 3, or 2 and 3. Again, the combined score for each pair of statements must equal 5.

Here are the scoring distributions for each pair of statements.

0-5 or 5-0 One of the statements is totally like you, the other not like you at all.
1-4 or 4-1 One state is usually like you, the other not.
2-3 or 3-2 Both statements are like you, although one is slightly more like you.

  1. I’m interested in and willing to take charge of a group of people.
    I want someone else to be in charge of the group.

  2. When I’m in charge, I’m willing to give input to the leader to improve performance.
    When I’m not in charge, I do things the leader’s way, rather than offer my suggestions.

  3. I’m interested in and willing to get people to listen to my suggestions and to implement them.
    I’m not interested in influencing other people.

  4. When I’m in charge, I want to share the management responsibilities with group members.
    When I’m in charge, I want to perform the management functions for the group.

  5. I want to have clear goals and to develop and implement plans to achieve them.
    I like to have very general goals and take things as they come.

  6. I like to change the way my job is done and learn and do new things.
    I like stability, or to do my job the same way; I don’t like learning and doing new things.

  7. I enjoy working with people and helping them succeed.
    I don’t really like working with people and helping them succeed.

To determine your leadership potential score, add up the numbers (0-5) for the first statement in each pair; don’t bother adding the numbers for the second statement. The total should be between 0 and 35. Place your score on the continuum at the end of this assessment. Generally, the higher your score, the greater your potential to be an effective leader. However, the key to success is not simply potential, but leadership ability through continual development to your personal and professional lives.

Low leadership potential 0-----------5----------10----------15----------20----------25----------30----------35 High leadership potential

*Leadership, Theory, Application, & Sckill Development, 3rd Edition, Lussier and Achua

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